Combatting Sexual Harassment of Women at Workplace

Women, a girl, a wife, a mother, a grandmother, overall girl could be a key of a family. World will never be complete without a girl. Law is the set of rules implemented to govern the behavior of individuals. From the start of this world women is treated as a weaker section of the society frequently are the victims of the crimes like rape, eve teasing, feminine infanticide, dowry, domestic violence, child marriage and acid throwing. India is facing the matter of accelerating range of cases of sexual harassment at the workplace despite the actual fact that there are various laws to curb the menace. Irrefutably, it hampers women’s constitutional and fundamental rights to equality, justice and dignity. The paper begins with shaping the idea of sexual harassment then looks into the assorted aspects allied to the current brutal issue. In addition to it, the issues with the measures taken are mentioned to clarify the status of sexual harassment in Indian context and the way organizations can facilitate in safeguarding the dignity of their women employees. The study indicates that the problem of sexual harassment at the workplace is at an appalling stage and needs an immediate attention by the organizations moreover from government. The work of activists, human rights mechanisms and States has been crucial in guaranteeing that the human rights framework has developed and adjusted to summarize the gender specific dimensions of human rights violations to safeguard women in a better approach. Further, few recommendations also are projected to tackle the problem of sexual harassment of women in Indian organizations

The paper reflects on the case of Vishakha v. State of Rajasthan. It shows the aspects of the law recently made by the Indian Parliament. The law was a result of the guidelines given by the Supreme Court.

The global economic crisis, characterized by increasing de-regularization, privatization and outsourcing of jobs through a network of intermediaries, has led to a transformation of employment relationships. These changes resonate in Indian workplaces as well. It is in this context that we must view the emerging challenges that working women face. In light of these developments, there is, more than ever before, a pressing need for the rights of women to be respected, protected and fulfilled, particularly in the workplace. The right to work encompasses the right to work free from sexual harassment. Sexual harassment constitutes a gross violation of women's right to equality and dignity. Workplace sexual harassment, like other forms of violence, is not harmless. It involves serious health, human, economic and social costs. As an outcome of the Vishaka judgement the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 was enacted to ensure safe working spaces for women and to build enabling work environments that respect women's right to equality of status and opportunity. The legislation, however, requires the support and commitment of all stakeholders for its effective implementation. The sense of security at the workplace will improve women's participation in work, resulting in their economic empowerment and inclusive growth. It is in this context that this paper approaches the rights of working women, attempting to include within this rubric the widest possible range of women. It is important as well to ensure that the emphasis is on prevention rather than punitive action.

Exactly a year after the barbaric rape on 16 th December 2012, the discourse on women's rights has not only persisted, it has acquired new shades, more nuances and a stronger, more assertive tone. Be it of Suzette Jordan, a single mother of two children who was gang raped in Calcutta, but refused to be referred to as the 'Park Street rape victim' and demanded she be identified by her real name, even though the law prohibits anyone from naming a rape victim; of the law intern who plucked up the courage to blog about retired Supreme Court judge A.K.

International Journal of Human Resource Management and Research, 2020

Sexual harassment at workplace is the new forms of violence against women in Mao India. Radical feminism views that patriarchy, private sphere, economic dependence, sexuality and women's biological features are the main causes for the oppression of women. Now, the status of women is changing day by day, giving rise to an evolution, where they claim their substantive rights such as participation in every sphere of life, bridging the gap between their struggle and rights, thereby gaining economic independence as a consequence of the series of struggle. The new alteration form of masculinity power is sexual harassment, which is spread around the globe, and is called "unwanted intimacy", "sexual molestation" and "sexual solicitation etc. This paper studies only the discharge of duties of the employers and these duties are provided in SHW Act, 2013.

isara solutions, 2020

Sexual orientation equality is fundamental human right. Sexual harassment brings about violation of the fundamental privileges of a Woman. Rights are ensured by Article 14, Article 15 and Article 21 of the Constitution of India as Right to balance and Right to life. Radical woman's liberation sees that patriarchy, private circle, monetary reliance, sexuality and woman's organic features are the primary driver for abuse of women. Globalization has acquired an extreme change the status of women around the world. Be that as it may, with the bigger inundation of women in the standard workforce of India, sexual harassment at workplace has accepted greater measurements. Presently the status of women are changing step by step offering ascend to an advancement where they guarantee their meaningful rights, for example, participation in every single circle of life overcoming any barrier between their battle and rights in this manner, increasing financial freedom as a result of the arrangement of battle. By this paper the research has attempted to delineate the release of obligations of the business and their obligations as gave in Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.

The Indian constitution guarantees certain basic and fundamental human rights set out in the Universal Declaration of Human rights, 1948 to its citizens and other persons. To protect the rights of the women and to give them equal status in the society, the framers of the Constitution of India granted some special rights to the women in the constitution in the form of both the Fundamental rights and Directive principles of state policies, which were directed towards the state. In this article the author explain the constitutional study of sexual harassment of working women.

By looking at the present scenario where gender based violence such as sexual harassment at workplace is spreading at a thrust all around in India. Women at the public sector are more prone to this violence because of the nature of their jobs which involves interaction with their colleagues. Women are brutally harassed by the torturous suppression of not only men but also by the whole society this not only lowers their performance rates but also affects their mental health. Sexual assault of women is becoming one of the most common crimes in India which not only infringes the fundamental rights of women but sometimes in the form of eve teasing, rapes and sexual harassment at work place it leads to suicides and jobs turnover. In a report by National Crime Reports Bureau Ministry of Home Affairs it was mentioned that crime against women is rapidly increasing from 41.7% in 2012 to 52.2% in 2013.With the increasing rate of crime against womenIndia has finally enacted its laws on prevent...

RELIGIOUS RIGHTS AND WOMEN BY SHANDILYA PUBLICATIONS, 2022

Atrocities and Human Rights Violations to Women in India culture, race, caste, class and geographical boundaries it has spread like a virus in sOciety."It has erupted into a global crisis, as it is offensive to human dignity, human rights, and gender equality. Its a complicated 1ssue involving women, their perceptions and behavior, as well as societal social norms that stems from gender disCriminatory attitudes and is a complex interplay of gender, power, and sexuality. Every 12 minutes, a woman in India is sexually harassed. The role of women in India is rapidly changing as a result of industrialization, globalization, and development in various fields. In India today, women are making strides in almost every field, including education, economics, politics, media, art, space and culture, service industries, science and technology, and so on." As womern's roles have shifted from domestic to commercial, so have the number of crimes committed against them. Even though sexual harassment is on the rise, women are reluctant to report it for fear of losing their personal and professional reputation and livelihood owing to the social stigma. SEXUAL HARASSMENT IN WORKPLACES AND VIOLATION OF HUMAN RIGHTS Violence against women is a violation of human rights. Human rights are more than a set of laws and obligations; they are a promise that we are all entitled to the same rights when we are treated equally. The chasm between those promises and tne willingness of governments, local governments, religious eaders, and business and community leaders to make them a eality is violence against women. Women are in danger cverywhere, from the battlefield to the bedroom. They are the first to suffer from a lack of adequate social services, as well as Deng denied access to education and health care. Economuc 50Dalization is leaving its mark, and more women are becoming impoverished. Poverty makes women more vulnerable to violence and less able to protect themselves. hampered. ernments are failing to address the real 'terror en men's ability to organize and fight for change is severely of our world that millions of women face every day in this and Religious Rights and Women 142 many other ways. Sexual harassment is one of the most common ways that a person's body and digmity are violated. It is, however, the least visible. Indeed, over the last few years, there has been a growing awareness of sexual harassment as a legitimate workplace issue. While there is no universally accepted definition of sexual harassment, it is widely agreed that it is unwanted and unwelcome sexual conduct that frequently results in a hostile and intimidating work environment. The fact that sexual harassment complaints are uncommon does not mean that incidents of sexual harassment do not occur. It's more than likely due to a lack of complaint avenues and redress mechanisms. Sexual harassment has nothing to do with men and women's relationships. Sexual harassment is an example of power abuse. The distribution of social, political, economic, and legal power shapes sexual harassment as gender violence and a violation of human rights, with women still far from being empowered or equal. As more women enter the worktorce, the prevalence of workplace sexual harassment reflects society's unequal power relations, in which women are viewed as second-class citizens. Given the foregoing, what policies and legal approaches have been used to combat sexual harassment in the workplace Various approaches have been proposed thus far, ranging from Codes of Practice to anti-discrimination or labor laws to specific sexual harassment legislation. At the United Nations, the 1995 Beijing platform of action identified sexual harassment as a form of violence against women and urged member states to take proactive measures to combat it. With more and more cases of sexual harassment coming to light in both developed and developing countries, such a move is likely to have positive consequences. The term "equality" refers to more than just treating people the same. Inequality will be perpetuated rather than eradicated if people are treated equally in unequal situations. Only through efforts aimed at addressing and correcting the situational imbalance can true equality be achieved. It is the broader view of equality that has emerged as the underlying principle and ultimate goal Atrocities and Human Rights Violations to Women in India 143 in the fight for women's human rights recognition and acceptance. The United Nations' basic principle is that women's rights should be equal." The Preamble of the United Nations Charter establishes as a fundamental goal the reaffirmation of faith in fundamental human rights, in the dignity and worth of the human person, and men and women's equal rights. Discrimination in the exercise of human rights is prohibited by human rights instruments' principles. "Everyone is entitled to all the rights and freedoms set forth in this Declaration, without distinction of any kind, such as race, color, sex, language, religion, political or another opinion, national or social origin, property, birth, or status," says Article 2 of the Universal Declaration of Human Rights.7 Various human rights treaties bind parties to ensure that all people have access to the rights enshrined in the treaties, including those based on sex. Article 2 of the International Covenant on Civil and Political Rights contains a provision like this. "Each state party to the present Covenant undertakes to respect and ensure the rights recognized in the present covenant to all individuals within its territory and subject to its jurisdiction, without regard to race, color, sex, language, religion, political or another opinion, national or social origin, property, birth or another status." Article 1 of the Convention on the Elimination of All Forms of Discrimination Against Women contains a Definition of Discrimination Against Women (CEDAW), which defines the term as "any distinction, exclusion, or restriction based on sex that has the effect or purpose of impeding or nullifying the recognition, enjoyment, or exercise by women, irrespective of their marital status, based on equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil, or any other field" Amnesty International has become increasingly conscious of the importance of gender in Its work in recent years. It is working to ensure that the characteristics and practice of human rights violations against Women, or against which women are especially vulnerable, are fully reflected in its research and advocacy. Women have

On 2nd May 2016, Ministry of Human Resource Development (University Grant Commission) notified University Grants Commission (Prevention, Prohibition and Redressal of Sexual Harassment of Women Employees and Students in Higher Educational Institutions) Regulations, 2015. The document entails responsibilities of educational institutions, grievance redressal mechanism, and process for making complaint and conducting inquiry, interim redressal, punishment and compensation, and consequences of non-compliance. It is important to underscore that the UGC Regulations 2015 direct all higher education institutions to “act decisively against all gender based violence perpetuated against employees and students of all sexes recognizing that primarily women employees and students and some male students and students of the third gender are vulnerable to many forms of sexual harassment and humiliation and exploitation” , making space for male students and students of third gender to lodge complaints against sexual harassment faced by them.